1. Ordinary shifts are capped at 10 hours
The Award says ordinary hours must not exceed an average of 38 hours per week, and the maximum ordinary hours in any one shift is 10 hours, excluding meal breaks.
There is an individual flexibility arrangement provision in the Award that allows an employer and employee to agree to vary certain Award terms, including arrangements for when work is performed. An IFA (individual flexibility agreement) has specific requirements, including that it is genuinely agreed and leaves the employee better off overall.
So a longer arrangement isn’t simply something an employer can impose because it’s convenient — there are rules around varying the Award.
2. Your roster is supposed to be published well in advance
For veterinary surgeons, the Award says daily work rosters must be published at least one month in advance.
Annual holiday and public holiday rosters must be published at least two months in advance.
That’s a fairly useful thing to know if you’re comparing jobs based on how predictable your working life will be.
3. You should generally get three full days off per fortnight
For veterinary surgeons other than casuals, the Award says you should receive a minimum of three full days off per fortnight.
If those days off aren’t given, the Award provides for the days off/time off to accumulate. If they aren’t used within six weeks, they must be paid out at the vet’s ordinary rate.
4. Public holidays work a little differently for vets
The Award has specific provisions for veterinary surgeons working on public holidays.
For a full-time or part-time vet, work performed on a public holiday is paid at 200% of the minimum hourly rate, subject to the Award’s other provisions.
But there’s another interesting part: if a part-time vet’s normal roster includes a public holiday, they are entitled either to have the public holiday off without losing pay, or to be paid at the appropriate rate if they work it.
There are also specific rules for vets who regularly work weekends, so the way a public holiday is treated can depend on your usual working pattern.
If you’re comparing jobs, it can be worth asking how public holidays are handled — particularly if you’re part-time or regularly work weekends..
5. Your regular roster can’t necessarily just be changed without consultation
If your employer proposes to change your regular roster or ordinary hours, the Award contains specific consultation requirements.
Where the provision applies, your employer must consult with affected employees, provide information about the proposed change and invite you to give your views about how it will affect you.
Importantly, the Award specifically says employees should be invited to comment on the impact of the proposed change on their family or caring responsibilities, and the employer must consider the views raised.
This provision doesn’t apply to employees whose hours are irregular, sporadic or unpredictable, and there are other Award provisions that may affect how particular changes are handled.
So if your regular roster is changing significantly, it may be worth understanding what consultation requirements apply to your situation.
6. You can ask your colleagues what they earn
It might still feel a little awkward, but Australian workplace law gives employees a right to share information about their own pay and to ask other employees about their pay.
You can also ask about employment conditions that are relevant to working out someone’s remuneration — for example, their hours of work.
This isn’t limited to people working for the same employer. The Fair Work Ombudsman says employees can ask employees of another employer about their pay too.
Importantly, you don’t have to share your own pay if you don’t want to.
Pay secrecy terms in employment contracts made from 7 December 2022 are also prohibited from restricting these rights.
So if you’re curious about how your remuneration compares with other vets, there’s nothing inherently wrong with asking a colleague.
Just remember that people are entitled to keep their pay private if they choose to.
7. You can ask for proof of professional indemnity insurance
On request, your employer must provide written proof that they hold professional indemnity and public liability insurance covering you in relation to your duties.
The Award specifically says this applies to all associates, including part-time and casual vets.
8. There is a specific payment for being on call
The Award provides a minimum on-call duty allowance of $56.63 per period of on-call duty from 1 July 2026.
If a vet actually performs active on-call duty, they must be paid at no less than the relevant hourly rate for the duration of that active duty.
The Award also allows on-call remuneration to be dealt with by agreement through payment, time off instead of payment, or an annual allowance, subject to the Award’s requirements.
9. Working more than 38 hours isn’t simply “part of being a vet”
The Award has a specific provision for veterinary surgeons who work more than 38 hours per week.
Employers must compensate associates for time worked in addition to 38 hours, except when the associate is on call. This can be through additional remuneration at the ordinary rate or, if agreed, time off instead of payment on an hour-for-hour basis.
An allowance can also be agreed instead, but the Award sets requirements for that arrangement and says the total must not be less than what would otherwise have been payable over the calendar year.
Any agreement under this clause must be recorded in writing.
10. The Award now includes a right to disconnect
The Award includes provisions relating to the right to disconnect, reflecting the National Employment Standards.
In general, the NES provides that, unless it would be unreasonable to do so, an employee can refuse to monitor, read or respond to contact from their employer outside working hours.
There are specific considerations and exceptions — including provisions dealing with employees who are being paid an on-call allowance.
So being “off the clock” and being rostered on call aren’t necessarily treated the same way.
One important caveat: your contract may affect how some Award entitlements are provided
The Award sets minimum conditions, but employment arrangements can be more complicated than simply comparing your contract with the Award line by line.
For example, the Award allows certain terms to be varied through an Individual Flexibility Arrangement (IFA), provided the requirements of the Award are met and the employee is better off overall. In some circumstances, an agreed salary can also be used to offset specified Award entitlements.
This means that a higher salary or other benefits offered in your employment contract may affect how particular Award entitlements apply. The details matter, so don’t assume that either a higher salary or a different benefit automatically replaces an Award entitlement.
If you’re unsure how your particular contract works, check the current Fair Work guidance or seek independent professional advice.
Disclaimer: Vets Unlimited provides general information based on personal interpretation only and is not a legal or employment advice service. Employment conditions can vary depending on the relevant award, contract and individual circumstances. Laws and awards can change, so always check the current information with Fair Work Ombudsman or seek independent professional advice.